Agency owners:
This thread will show you how to hire premium talent and save $100k a year.
In 5 DAYS
Bookmark this:
This thread will show you how to hire premium talent and save $100k a year.
In 5 DAYS
Bookmark this:
Say you're a Google Ads agency and you're looking for a Project Manager.
So you ideally want someone who has experience with Google Ads, or has worked in a media buying agency before.
So you ideally want someone who has experience with Google Ads, or has worked in a media buying agency before.
Or you're a LeadGen agency and you need an elite Operations Manager.
You want someone who understands Ops & Logistics but that also has a B2B, sales, or LeadGen background.
Makes total sense.
Here's why most agencies are so slow...
You want someone who understands Ops & Logistics but that also has a B2B, sales, or LeadGen background.
Makes total sense.
Here's why most agencies are so slow...
Once you give them the criteria, they then start from ZERO.
And they start searching for your ideal candidate, hoping that they find this mythical person. In reality, they are just hoping that this person falls into their lap and will make them look like a genius.
This is bad.
And they start searching for your ideal candidate, hoping that they find this mythical person. In reality, they are just hoping that this person falls into their lap and will make them look like a genius.
This is bad.
A good staffing agency has people basically "on-call" for positions they fill often.
Let's say that they place a lot of Project Managers or Ops Managers.
They should have dozens of PMs or OMs they have sourced, screened, and approved - ready to interview within a DAY if needed.
Let's say that they place a lot of Project Managers or Ops Managers.
They should have dozens of PMs or OMs they have sourced, screened, and approved - ready to interview within a DAY if needed.
So now the staffing agency you've hired can likely pull 1-2 candidates from their pool with that experience.
Plus they can schedule others from their database who they think are a strong cultural fit.
All whilst starting a unique, specialized search for you.
Plus they can schedule others from their database who they think are a strong cultural fit.
All whilst starting a unique, specialized search for you.
The immediate move is this:
1. Schedule the 1-2 in the database who have the needed skillset, even if they are not the best cultural fit
2. Schedule 1-2 more who may not have the skills but ARE an ideal cultural fit
3. Start specialized search to find both Skill + Cultural fit
1. Schedule the 1-2 in the database who have the needed skillset, even if they are not the best cultural fit
2. Schedule 1-2 more who may not have the skills but ARE an ideal cultural fit
3. Start specialized search to find both Skill + Cultural fit
Now, if the agency is good...
Then there's a decent chance they may have enough candidates with the right Skills + Cultural fit that you're just set right off the bat.
If not...
You have interviewed 3-4 people and are able to fine-tune what you are really after.
Then there's a decent chance they may have enough candidates with the right Skills + Cultural fit that you're just set right off the bat.
If not...
You have interviewed 3-4 people and are able to fine-tune what you are really after.
Then you can provide feedback and the agency can hone in on this superstar for you.
So the timeframe looks like this:
Day 1: Engage + agency starts search
Day 2: Start scheduling candidates from database
Day 3: Interview database candidates
Day 4: Interview found candidates
Day 5: Either make an offer + onboard somebody, or then start scheduling
Day 1: Engage + agency starts search
Day 2: Start scheduling candidates from database
Day 3: Interview database candidates
Day 4: Interview found candidates
Day 5: Either make an offer + onboard somebody, or then start scheduling
But most people do something like this...
Day 1: Post Upwork job + browse Fiverr listings
Day 2: Get 100+ resumes, most of which are terrible...spend hours sorting
Day 3: Attempt to filter down candidates to a reasonable level (100+ more came in)
Day 1: Post Upwork job + browse Fiverr listings
Day 2: Get 100+ resumes, most of which are terrible...spend hours sorting
Day 3: Attempt to filter down candidates to a reasonable level (100+ more came in)
Day 4: Attempt to schedule interviews
Day 5: Interview, dislike all of them.
Day 6: Start Day 1 process again
And eventually they go with somebody who was just "good enough" instead of getting somebody "really good"
Day 5: Interview, dislike all of them.
Day 6: Start Day 1 process again
And eventually they go with somebody who was just "good enough" instead of getting somebody "really good"
Meanwhile, the company that went with a premium talent agency got all this done faster, more efficiently, and they ended up with somebody who is significantly better.
In conclusion:
- Good talent agencies have candidates ready to go that are likely a fit
- They will also search specifically (quickly) for your individual needs
- You are likely to find exactly what you need at the price you want very quickly when the right methods are used
- Good talent agencies have candidates ready to go that are likely a fit
- They will also search specifically (quickly) for your individual needs
- You are likely to find exactly what you need at the price you want very quickly when the right methods are used
If you liked this thread, retweet it to save somebody else from the pain of hiring.
If you are looking to hire elite talent and save over $100k+ a year on payroll, book a call with my agency and see if we're a fit:
Hire-UA.com
If you are looking to hire elite talent and save over $100k+ a year on payroll, book a call with my agency and see if we're a fit:
Hire-UA.com
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